talent management

Ensure Results Goals Achievement

Develop Employee Skills

Measure Employee Performance

Grow Employee Development

Know Your Workforce

Plan for Your Future

Customized…. Powerful…. Critical

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Imagine… with the click of a mouse…

Your leaders can, at their desktops…

– Hold people accountable for developing skills which lead to business results.

– Know who is the best fit for any job.

– Help employees find their best career direction, thereby reducing turnover.

– Pair an employee up with a mentor, developing solid talent.

– Understand their department’s key training needs.

– Know immediately where they have strong resources and where they don’t.

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How?

• Know what key factors are necessary

for success in your organization.

• Align your processes around those

factors.

• Enable leaders to:

– Connect those factors to business results.

– Hold employees accountable for both

having those factors and achieving their

results.

– Measure those factors in employees.

– Grow those factors in employees.

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Job Description

Competencies/ Tasks/ Requirements

Performance / Goals Review

Driven by Job Description

For the Employee - Skills Growth

For the Company – Results Achievement

On-Boarding/ Ongoing Training

Plans

Development Growth Planning

Career Path/ Planning

Mentor Match

Succession Planning

Internal Recruiting

Candidate Identifier

Employee Profile

Self Input/ Review /

Other data

Succession Planning (Org Chart)

Add On Options•Performance Management•Development Mastery Measure•External Recruiting •HR Program ROI•Compensation •Compliance

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• Identify talent across multiple locations.

• Run query by department/job title/competency to

match talent with job needs.

• Identify voids in your talent pipeline.

• Adjust your external recruiting to fill those voids.

• Accurately monitor employee’s development

progress and improvement.

• Effectively make decisions to support needed

change.

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Planning

• More standardized performance feedback.

• Tie skills into results.

• Reward/foster/grow elements of success.

• Retention through employee career self-planning and

career path setting.

• Use information to set up skills mentoring pairs.

• Promote competent individuals.

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© 2009 e-Gauge, Inc. All Rights Reserved

Benefits

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© 2009 e-Gauge, Inc. All Rights Reserved

Skills

Job Task Business Results

ALIGNMENT

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© 2009 e-Gauge, Inc. All Rights Reserved